The annual conference for the National Association for Law Placement(NALP) was held in Hollywood, Florida a few weeks ago. The conference brings together law school officers, lawyers, law firms, and law students to discuss the latest and greatest in the legal employment market. This year the theme of the conference was centered on diversity and inclusion. For those not lucky enough to attend, here are a few important takeaways from the conference about diversity in the legal profession:
- Women are still at a disadvantage in private practice and in business, but have better odds of employment in public interest positions.
- Minorities are more likely to be employed than non-minorities in every sector of law except private practice and clerkships
- Black law school graduates are roughly 16 to 20 percent less likely to attain their first jobs in private practice as compared to white, Hispanic/Latino, and Asian law school graduates.
How does this affect me?
On a whole, diversity is on the rise. While there is still a long way to go, the legal field is taking strides to become more inclusive. Change is on the horizon as a new generation gains more and more footing. Below is a brief discussion on how diversity might impact your law career:
For Job Seekers
It seems like all you hear lately in the legal profession is diversity this and diversity that. Every employer has grand plans to become more diverse and inclusive. Sometimes it can be hard to tell which firms and sectors are making true progress and which are just blowing smoke to fit in. Many reports will tell you that women and minorities are making progress each year, but this progress is slow. More diverse, equally-qualified candidates tend to have fewer opportunities than their white male constituents. They are consistently passed over for leadership positions and favorable assignments. Clearly, the “quick-fix” would be to disburse work in a more equitable fashion and change the way candidates are evaluated for promotions. Unfortunately, job seekers have little control over the mentality and managerial practices of law firms. So how can you make a difference?
Most importantly, do your research. Look for firms that hold themselves accountable to their own diversity goals. Are the firms you are interested in truly committed to hiring diverse candidates? Are there real opportunities for minorities to gain leadership positions? What percentage of minority lawyers does the firm retain? If a firm cannot answer these questions transparently and to your satisfaction, look elsewhere. This is your career and you have a right to be picky. Do not settle for a firm that is convenient if it means you will have to fight ten times harder for every step forward down the road. Change starts from the grassroots and you have the power to help increase diversity by choosing to work for firms with progressive diversity programs.
For Employers
Diversity is a hot topic in the hiring process. In this modern era, every law firm needs to become more inclusive in order to maintain a competitive edge. Chances are you have a plan of action and a diversity program in place. But are you doing enough? How can you adapt your diversity program to foster a more inclusive environment?
First, let’s look at why most diversity programs fail live up to their potential. Too often, there is a significant lack of focus and commitment starting at the top. If the top of your firm is indifferent to diversity, the apathy will trickle-down and affect the atmosphere of your firm as a whole. Diversity programs need constant vigilance and care to successfully take root. Additionally, you might be too focused on hiring diverse candidates and fail to pay enough attention to retention. If the legal talent you have already hired feels neglected or passed over, no amount of newly hired talent can make up for this discrepancy. It would be like constantly filling a leaky bucket rather than taking the time to fix the structure of the bucket itself. It is a waste of time and resources to put all your energy into hiring and recruiting while ignoring retention. Equal attention should be paid to hiring and retention in order to maintain consistent diversity within the entirety of your firm. Lastly, your work environment might not place enough value of diversity. If the culture of your firm overemphasizes “sameness”, your diversity program will become diluted. Your firm needs to demonstrate a functional understanding of diversity in day-to-day work life if you are to have any hope of running a salient and successful diversity program.
If you want diversity to be a main attraction at your firm, hire a diversity officer or someone whose sole job is promoting diversity. Really jump in with both feet. Diversity is the way of the future and you need to develop a successful diversity program sooner rather than later in order to stay competitive in the legal market. Your main goal should be to recruit the most talented lawyers possible from the broadest range of backgrounds. More than 20% of the candidates you interview should be diverse. Focus on leadership positions also. You will attract more diverse talent if you leadership positions reflect your commitment to diversity. Hiring diverse attorneys at all levels shows that you are willing to follow through on the goals you have established in your diversity program. This doesn’t mean you hire a lesser candidate because they are diverse. It means you keep searching until you find a strong candidate who is diverse. Also, recognize that each employee is unique and a one-size-fits-all training program is not ideal. If you want to retain the lawyers at your firm, you need to make individuals feel important and valued. Make sure that the opportunities for success and promotion are equally attainable by all those qualified.
Conclusion
In conclusion, diversity is constantly growing and becoming more important with each passing year in the legal field. Job seekers and employers alike are increasingly affected by expanding diversity movement. Resistance to diversity only hinders forward progress. With the support of both job seekers and employers diversity can be more effectively advanced in a way that benefits the legal employment market as a whole and fosters a more inclusive environment for all legal professionals.